The lodgment of a second training contract where one of the training contracts is full-time will be reviewed by the Department to determine if each of the parties to each training contract can meet their obligations. There must be a clear separation between the training and employment requirements for each training contract and must not be replicated through the one occupation only.

Part-time

Minimum of 15 hours per week over each 4 week period throughout duration of apprenticeship/traineeship.

Casual NOT PERMITTED in Queensland

School-based

7.5 hours per week of paid employment. This may be averaged over a 3 month period.

Over the period of a year, the employer must provide the equivalent of 375 hours (50 days).

Apprentices/trainees with a disability are entitled to work less than 15 hours per week when averaged over a 4 week cycle. They must be a holder of a disability pension and Pension concession card to be approved.

Other requirements for school-based:School-based requirements
Students not enrolled in years 10, 11 or 12 may be eligible to enter a SAT provided there are exceptional circumstances warranting consideration and all other entry requirements are met, including being of an age where it is legal to undertake paid employment.

Before a student not in years 10, 11 or 12 commences a SAT, a business case supporting the arrangements must be provided to and approved by DET.

Delivery of training to school-based apprentices
Limits have been imposed on the amount of institutional training which may be delivered to school-based apprentices, based on the nominal term of a full time training contract. The limit for this apprenticeship in a school-based mode is a maximum of 33.3% of the competencies.

Apprenticeship Probation/Duration Details:
All Apprenticeships have a nominal term - this is the timeframe that is on the Apprenticeship training contract. Some Apprentices will now also have an Expected Duration. The Expected Duration is the amount of time that it's reasonably expected that someone could become competent and complete their Apprenticeship. Apprentice's Training Plans will now be developed using the Expected Duration timeframe rather than the contract's nominal term.

Mode

Start Date

End Date

Probation Period (days)

Nominal Term (months)

Expected Duration (months)

Full-time

02/07/2012

90

48

42

Progression Points within Expected Duration:
To achieve a reasonable rate of progression and completion within the expected duration (42 months) it is anticipated an apprentice would achieve 25% of all competencies for the qualification within every 10.5 month period of the apprenticeship.

Entry Age Requirements: The Child Employment Act states that the minimum age for
apprentices and trainees is 13 years of age, unless otherwise stated.Minimum education standard:
Nil

Minimum entry age:
13

Entry Requirements:
Students not enrolled in years 10, 11 or 12 may be eligible to enter a SAT.

As a general rule, only Australian citizens and New Zealand citizens who have entered Australia on a valid passport have unrestricted rights to employment in Australia.

Visa holders may engage in apprenticeships or traineeships provided their work rights allows this, based on information and advice provided by the Department of Immigration and Border Protection.

Supervision requirements
Please refer to the Declaration policy, table 16 for the requirements on supervision.

Modified supervision arrangements available: NO

Employers are required to provide, or arrange to provide the facilities, range of work, supervision and training as detailed in the training plan.

Qualified person for apprenticeships
1. A person who has satisfactorily completed an apprenticeship in the apprentice's calling, and is the holder of a completion certificate issued under an Act, or
2. A person who holds a certificate of recognition issued under an Act, certifying the person has the necessary skills and knowledge in the calling, or
3. A tradesperson in the apprentice's calling, as defined under a specific industrial instrument, or
4. A person who holds a tradesperson’s certificate or certificate of recognition as a recognised tradesperson issued under the Tradespersons’ Rights Regulation Act 1946 in the apprenticeship calling, or
5. A person who holds a relevant qualification in the apprenticeship calling, or
6. A person individually, or persons collectively, who has/have documented competence (i.e. a testamur/qualification and associated record of results or a statement of attainment as recognised under the Australian Qualifications Framework, achieved through an RPL or training pathway) in all the competencies the employer is required to provide training for under the apprentice's training plan.
And, where a licence to practice the calling is required, the qualified person holds a current licence.

While there is no set ratio required for the number of supervisors to apprentices or trainees it is generally accepted for apprenticeships there is one supervisor to each apprentice, this may be relaxed as an apprentice gains skills and experience or where an apprentice commences with existing skills and experience.

Adequate supervision of apprentices and trainees cannot solely be provided from an offsite location by electronic means. Electronic means include, but are not limited to, telephones, radios and webcams.

The level of supervision will normally range between direct, general and broad as per the below guidelines:
- Direct - Close monitoring of work ensuring understanding and identifying potential risks and/or hazards
- General - Occasional monitoring to ensure progress is occurring
- Broad - Quality checking of completed tasks.

Industrial relations details

Since 1 January 2010, all private sector employers and employees in Queensland, including apprentices and trainees,
have their wages and conditions of employment covered by the Fair Work Act 2009 and modern awards. This legislation
is administered by the Commonwealth Government Fair Work Ombudsman's office. It should be noted that there are
transitional provisions provided in the Fair Work Act 2009 that could see a continuation of entitlements provided
for in the previous state legislation.
www.fairwork.gov.au/pay/minimum-wages/apprentice-and-trainee-pay-rates/qld-apprentice-trainee-pay.

Apprentices and trainees are considered employees and may receive entitlements the same as other employees such as:
annual leave, sick leave, public holidays, superannuation, workers compensation and allowances. Apprentices and trainees
must also receive a pay slip to cover full details of the pay for each pay period. Pay slips have to be given to an
employee (including apprentices and trainees) within 1 working day of pay day and be either in electronic form or paper hard copy.

Parties should make enquiries with the Fair Work Ombudsman on Ph: 13 13 94 or at www.fairwork.gov.au to determine the correct
industrial instrument and entitlements.

When employment is ceasing the employer or the employee (apprentice/trainee) must provide the appropriate notice periods
as per the relevant award or registered workplace agreement. A notice period is the length of time that an employer or
employee (apprentice/trainee) has to give to end employment. Additional information about notice periods can be found
at: www.fairwork.gov.au/ending-employment/notice-and-final-pay.

Public sector and local government workers in Queensland remain under the state industrial relations system. Additional
information about wages and conditions of employment for employees (apprentices/trainees employed by state or local government)
can be found at: www.justice.qld.gov.au/fair-and-safe-work/industrial-relations.